Performance appraisals, which are an indispensible part of employee performance management, is quite a lengthy process and no one can deny that fact. Hr managers and line managers sit together for days to formulate HR policies for an organization regarding performance appraisals. Detailed process and policies are written down right from establishing the parameters, to setting performance appraisal questions, to laying down step by step procedure for grading the employees etc. Sometimes, it certain organizations even the HR managers are not clear about the performance appraisals policies. There surely needs to be one detailed process which is clearly laid down by the HR department so that the organization can function smoothly and achieve its objective with the help of efficient performance-driven employees.
The HR department while formulating performance appraisal processes must make sure that the system established fits the organization in all respects, the system procedures must be communicated to all, it should be convincing to those who are actually going to conduct the appraisal. The appraisal system must provide training and learning to all the employees. It should also reward and reinforce good performance and motivate employees to achieve the same.
Employee performance appraisal consists of several discussions, interviews with the supervisors. During these sessions there are a number of questions that an employee may be asked pertaining to his/her work and performance in that organization. Employees are typically asked about their role and responsibilities in the organization to ascertain whether there is job profile clarity. Apart from this employees are asked about their achievements, their failures, areas where they think they can improve their strengths, their weaknesses, their relation with their peers etc. All this helps the evaluator to understand the employee’s character, his attitude towards work and also lets them know of any issues faced by the employee if any.
Apart from these questions, employees are also asked about how should they be promoted or rewarded for their achievements. While most of them say monetary benefits, there are many who feel that praises and recognition are highly motivating factors that help the employee to do better.
Those that are newly inducted are also asked about their dream role in the organization. This is usually done to check the focus and the ambition that an employee has. It helps the evaluator to gauge the employee’s leadership skills and zeal to climb the corporate ladder with hard work and efficiency.
Some employees after a few years become stagnant. Supervisors tend to ask the following question to most employees: what new skills have you learnt in the past one year? This shows whether the employee is continuously learning and innovating or is he/she pe4rforming like a robot doing the same mundane tasks day in and day out. Other questions that are usually asked during performance evaluation are: what are the things that would make work life easier? How do you rate yourself as an employee of this organization and why? What are your goals for the next financial year? Would you credit/blame anyone for your good/poor performance? What if you are not promoted? How do you think you have added value to this organization? Apart from this, other appraisal questions which are asked to the employees are specific in nature and are related to the kind of work that is allotted to the employee.